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Business psychology is becoming more commonly used by business leaders to improve organizational functioning, growth, and problem solving. A career in business psychology offers many opportunities in fields like consulting, human resources, management solutions, and organizational development. Students pursuing a degree in business psychology will learn about human organizations, current research in the field, and how to select personnel, perform interventions, assess and develop organizations, conduct research and statistical analysis, and develop communication and interpersonal skills needed for business. Psychology helps businesses through activities like job analysis, personnel recruitment and selection, understanding organizational culture, employee development, addressing "pain points", managing downsizing, performance management, individual assessment, compensation analysis, training applications, and understanding group behavior.
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Factors effecting motivation and productivity related to job satisfaction
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
Recruitment and Selection
This document provides an overview of recruitment and selection concepts and processes. It begins with objectives and definitions of key terms like manpower planning, recruitment, selection, and placement. It then covers topics like developing job descriptions, analyzing jobs, determining recruitment strategies and methods. The document discusses selection processes like application screening, testing, interviews and reference checks. It also addresses onboarding topics like induction, orientation and placement. Finally, it discusses new trends in recruitment like headhunting and challenges in talent management. The overall purpose is to introduce concepts and best practices for building an effective recruitment and selection system.
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This document discusses applied psychology and how it can be used in business management. It provides examples of areas where applied psychology is used, such as human resources, marketing, sales, and information technology. Key concepts from psychology like classical and operant conditioning are explained and how they can be applied to areas like motivating employees, marketing, and usability design. The document aims to illustrate how psychological principles can help address real-world problems in various fields including business management.
Implications of motivation theories
This document summarizes several motivation theories and programs, including:
MBO focuses on setting specific and measurable goals that cascade down the organization. The Job Characteristics Model links job design to motivation through five core dimensions. Recognition programs and employee involvement programs can increase motivation through feedback and participation. Variable pay programs tie pay to performance measures.
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How psychology helps in business
Business psychology is becoming more commonly used by business leaders to improve organizational functioning, growth, and problem solving. A career in business psychology offers many opportunities in fields like consulting, human resources, management solutions, and organizational development. Students pursuing a degree in business psychology will learn about human organizations, current research in the field, and how to select personnel, perform interventions, assess and develop organizations, conduct research and statistical analysis, and develop communication and interpersonal skills needed for business. Psychology helps businesses through activities like job analysis, personnel recruitment and selection, understanding organizational culture, employee development, addressing "pain points", managing downsizing, performance management, individual assessment, compensation analysis, training applications, and understanding group behavior.
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This document discusses recruitment and selection as key human resource management activities. It defines recruitment and selection, outlines their primary purposes and stages. It also describes internal and external recruiting methods and the selection process. The document details various techniques used in selection, including job analysis, job descriptions, specifications, testing and assembling staff. It emphasizes that recruitment finds potential candidates while selection identifies the best qualified individuals for open positions.
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Training and development are important for organizations to improve employee skills and performance. Training involves teaching employees specific skills for their jobs, while development helps employees grow in their roles and prepares them for advancement. Effective training and development programs can be evaluated through measuring trainee reactions, learning outcomes, behavioral changes, and impacts on organizational effectiveness such as improved productivity and reduced costs. Common types of training include classroom instruction, on-the-job training, and apprenticeships, while development may involve varied work experiences or formal education.
Factors effecting motivation and productivity related to job satisfaction
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
Recruitment and Selection
This document provides an overview of recruitment and selection concepts and processes. It begins with objectives and definitions of key terms like manpower planning, recruitment, selection, and placement. It then covers topics like developing job descriptions, analyzing jobs, determining recruitment strategies and methods. The document discusses selection processes like application screening, testing, interviews and reference checks. It also addresses onboarding topics like induction, orientation and placement. Finally, it discusses new trends in recruitment like headhunting and challenges in talent management. The overall purpose is to introduce concepts and best practices for building an effective recruitment and selection system.
Effect Of Employees Motivation On The Organizational Performance
2012 MIBA research project presentation about the effect of the employees motivation on the organizational performance by Mohamad Adel, Cairo, Egypt.
Interpersonal Skills for Managers – Psychology in Business - Class 2
This document discusses applied psychology and how it can be used in business management. It provides examples of areas where applied psychology is used, such as human resources, marketing, sales, and information technology. Key concepts from psychology like classical and operant conditioning are explained and how they can be applied to areas like motivating employees, marketing, and usability design. The document aims to illustrate how psychological principles can help address real-world problems in various fields including business management.
Implications of motivation theories
This document summarizes several motivation theories and programs, including:
MBO focuses on setting specific and measurable goals that cascade down the organization. The Job Characteristics Model links job design to motivation through five core dimensions. Recognition programs and employee involvement programs can increase motivation through feedback and participation. Variable pay programs tie pay to performance measures.
Factors determining job satisfaction of employees
The document discusses factors that influence job satisfaction, including job characteristics, leadership, compensation, work environment, relationships, and opportunities for growth. It notes that job satisfaction is impacted by both organizational and personal factors. Satisfied employees are more productive, committed, and less likely to be absent. Employers can promote satisfaction by focusing on meaningful work, work-life balance, learning and development opportunities, and social connections. Ensuring the right person-job fit and addressing sources of dissatisfaction are also important strategies.
Employee Motivation and Engagement
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Shaping employee oriented human resource policies through analyzing motivatio...
This document summarizes a research study on motivating employees through human resource policies. The study was conducted in academic institutions in India.
The researchers analyzed factors related to human resource practices and employees' motivational experiences. For human resource practices, they found two key factors: incentives influencing performance and motivating HR practices. For motivational experiences, reasonable increments, job security, and an ineffective performance system explained most of the variability.
The researchers rejected their hypothesis that employees are unaffected by incentives. Their analysis showed incentives do influence performance. Overall, the study aimed to identify variables for effective motivational techniques and determine how they shape employee-oriented HR policies.
employee motivation
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Orginal project motivation techniques
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
A study on employee motivation at prabhuram mills
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
I/O chapter 5
The document discusses human resource development and management, outlining its key facets including recruitment and selection, training and development, employee relations, compensation and benefits, and organizational development. It provides context and definitions of human resource development and management, examining their nature and functional components. Components of an effective human resource management system are explored along with the recruitment and selection process.
Chapter 16 Motivating Employees
The document discusses theories and factors related to motivating employees. It covers early theories like Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory. Contemporary theories discussed include goal-setting theory, reinforcement theory, job design models, equity theory and expectancy theory. Current issues around motivating diverse workforces and different types of employees are also examined. The document provides guidelines for applying motivation concepts in practice.
Employee motivation sbq project
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
Relation of achievement motivation to success in managerial
The document discusses achievement motivation theory and its relationship to managerial success. It covers McClelland's achievement motivation theory, which found that individuals with a strong need for achievement take responsibility for their actions, set moderate goals, and prefer nonroutine tasks. Those with high achievement motivation view money as feedback on their performance, want challenging work, and are often entrepreneurs or managers. Both high achievers and those with a strong need for power can be important for successful organizations when they bring different skills. Motivation can be improved quickly and is key to performance improvement.
Workplace motivation paper
This paper discusses workplace motivation and its effects on productivity, performance, and employees. It analyzes motivational strategies used by the U.S. Army, including the National Security Personnel System (NSPS) which linked pay to performance metrics. While intended to increase productivity, NSPS faced resistance from employees who were excluded from the adoption process. The paper also examines motivation's impact on management and employees, the role of intrinsic versus extrinsic motivation, and how applying different motivation theories could affect an organization. It concludes that motivational programs should provide learning opportunities to engage employees in developing skills that further organizational goals.
Papel
This document summarizes a study that examines intrinsic and extrinsic motivation in for-profit and non-profit organizations. The study hypothesized that employees in non-profits would be more intrinsically motivated, while employees in for-profits would be more extrinsically motivated. It also hypothesized that intrinsically motivated non-profit employees would display more work effort and satisfaction. The study used surveys to measure motivation, effort, and satisfaction in 201 employees from for-profits and non-profits. The surveys assessed intrinsic and extrinsic motivation, job satisfaction, performance, and workload based on self-determination theory. The results aimed to provide insights into how motivation, satisfaction and effort may differ between the two organizational contexts.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
Jimbaran. The population uses Omsa Medic Jimbaran employees and the sample used is 87 respondents. The
data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
Employee motivation FOR MBA FROJECT
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
HR Research paper Employee Morale final
Close relationships between supervisors and employees have the greatest impact on improving employee morale. Developing these relationships requires supervisors to frequently interact with employees face-to-face, remove barriers between management and workers, share strategies and plans, and be trained in building human relationships. While incentives are sometimes used to boost morale, research finds they do not create lasting commitment and can damage workplace relationships. Instead, supervisors building strong relationships through open communication and respect has been shown to most effectively increase employee engagement and morale.
Organizational basics
An organization or organisation is an entity comprising multiple people, such as an institution or an association, that has a collective goal and is linked to an external environment
EMPLOYEE MOTIVATION
Motivation is important for both employees and organizations. There are intrinsic and extrinsic factors that motivate individuals, and different people are motivated by different things. As a manager, building trust and motivating employees is key to retaining talent. Companies like Google, HCL, TCS and Wipro implement various motivational techniques focused on trust, growth opportunities, rewards and a positive work culture to maximize employee performance and loyalty. These include empowering employees, listening to feedback, offering training and benefits. Motivation unleashes human potential and is vital for organizational success.
"Employee Motivation: Term paper slide presentation
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
Motivation of individuals
This document discusses various theories and perspectives on motivation. It covers:
1) The nature of motivation as the set of forces that cause people to engage in one behavior over alternatives.
2) Need-based perspectives including Maslow's hierarchy of needs and ERG theory which propose that humans are motivated by need deficiencies.
3) Process-based perspectives like expectancy theory that focus on how motivation occurs through evaluations of effort, performance, and outcomes.
2.entrepreneurial motivation
The document discusses several factors related to entrepreneurial motivation and characteristics. It outlines that locus of control, need for achievement and independence, and willingness to take risks are key motivations. Entrepreneurial characteristics are shaped by one's childhood, education, values, age, work history, role models, and support systems. The document also examines background, motivational, economic, and reward factors that influence entrepreneurship. Finally, it outlines various personal, environmental, financial, and societal barriers that entrepreneurs may face.
motivaton at work.pdf
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive while unmotivated employees perform poorly. It also briefly summarizes some theories of motivation from researchers like Herzberg, Maslow, and Hackman and Oldham. The document aims to emphasize the importance of motivation for employee performance and will present motivation theories and techniques.
motivaton at work.pdf
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive and creative. It also discusses different motivation theories and techniques that employers can use to motivate different types of employees, as what motivates individuals varies. The document examines the concept of motivation in more detail and reviews some relevant literature on motivation theories.
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Factors determining job satisfaction of employees
The document discusses factors that influence job satisfaction, including job characteristics, leadership, compensation, work environment, relationships, and opportunities for growth. It notes that job satisfaction is impacted by both organizational and personal factors. Satisfied employees are more productive, committed, and less likely to be absent. Employers can promote satisfaction by focusing on meaningful work, work-life balance, learning and development opportunities, and social connections. Ensuring the right person-job fit and addressing sources of dissatisfaction are also important strategies.
Employee Motivation and Engagement
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Shaping employee oriented human resource policies through analyzing motivatio...
This document summarizes a research study on motivating employees through human resource policies. The study was conducted in academic institutions in India.
The researchers analyzed factors related to human resource practices and employees' motivational experiences. For human resource practices, they found two key factors: incentives influencing performance and motivating HR practices. For motivational experiences, reasonable increments, job security, and an ineffective performance system explained most of the variability.
The researchers rejected their hypothesis that employees are unaffected by incentives. Their analysis showed incentives do influence performance. Overall, the study aimed to identify variables for effective motivational techniques and determine how they shape employee-oriented HR policies.
employee motivation
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Orginal project motivation techniques
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
A study on employee motivation at prabhuram mills
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
I/O chapter 5
The document discusses human resource development and management, outlining its key facets including recruitment and selection, training and development, employee relations, compensation and benefits, and organizational development. It provides context and definitions of human resource development and management, examining their nature and functional components. Components of an effective human resource management system are explored along with the recruitment and selection process.
Chapter 16 Motivating Employees
The document discusses theories and factors related to motivating employees. It covers early theories like Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory. Contemporary theories discussed include goal-setting theory, reinforcement theory, job design models, equity theory and expectancy theory. Current issues around motivating diverse workforces and different types of employees are also examined. The document provides guidelines for applying motivation concepts in practice.
Employee motivation sbq project
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
Relation of achievement motivation to success in managerial
The document discusses achievement motivation theory and its relationship to managerial success. It covers McClelland's achievement motivation theory, which found that individuals with a strong need for achievement take responsibility for their actions, set moderate goals, and prefer nonroutine tasks. Those with high achievement motivation view money as feedback on their performance, want challenging work, and are often entrepreneurs or managers. Both high achievers and those with a strong need for power can be important for successful organizations when they bring different skills. Motivation can be improved quickly and is key to performance improvement.
Workplace motivation paper
This paper discusses workplace motivation and its effects on productivity, performance, and employees. It analyzes motivational strategies used by the U.S. Army, including the National Security Personnel System (NSPS) which linked pay to performance metrics. While intended to increase productivity, NSPS faced resistance from employees who were excluded from the adoption process. The paper also examines motivation's impact on management and employees, the role of intrinsic versus extrinsic motivation, and how applying different motivation theories could affect an organization. It concludes that motivational programs should provide learning opportunities to engage employees in developing skills that further organizational goals.
Papel
This document summarizes a study that examines intrinsic and extrinsic motivation in for-profit and non-profit organizations. The study hypothesized that employees in non-profits would be more intrinsically motivated, while employees in for-profits would be more extrinsically motivated. It also hypothesized that intrinsically motivated non-profit employees would display more work effort and satisfaction. The study used surveys to measure motivation, effort, and satisfaction in 201 employees from for-profits and non-profits. The surveys assessed intrinsic and extrinsic motivation, job satisfaction, performance, and workload based on self-determination theory. The results aimed to provide insights into how motivation, satisfaction and effort may differ between the two organizational contexts.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
Jimbaran. The population uses Omsa Medic Jimbaran employees and the sample used is 87 respondents. The
data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
Employee motivation FOR MBA FROJECT
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
HR Research paper Employee Morale final
Close relationships between supervisors and employees have the greatest impact on improving employee morale. Developing these relationships requires supervisors to frequently interact with employees face-to-face, remove barriers between management and workers, share strategies and plans, and be trained in building human relationships. While incentives are sometimes used to boost morale, research finds they do not create lasting commitment and can damage workplace relationships. Instead, supervisors building strong relationships through open communication and respect has been shown to most effectively increase employee engagement and morale.
Organizational basics
An organization or organisation is an entity comprising multiple people, such as an institution or an association, that has a collective goal and is linked to an external environment
EMPLOYEE MOTIVATION
Motivation is important for both employees and organizations. There are intrinsic and extrinsic factors that motivate individuals, and different people are motivated by different things. As a manager, building trust and motivating employees is key to retaining talent. Companies like Google, HCL, TCS and Wipro implement various motivational techniques focused on trust, growth opportunities, rewards and a positive work culture to maximize employee performance and loyalty. These include empowering employees, listening to feedback, offering training and benefits. Motivation unleashes human potential and is vital for organizational success.
"Employee Motivation: Term paper slide presentation
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
Motivation of individuals
This document discusses various theories and perspectives on motivation. It covers:
1) The nature of motivation as the set of forces that cause people to engage in one behavior over alternatives.
2) Need-based perspectives including Maslow's hierarchy of needs and ERG theory which propose that humans are motivated by need deficiencies.
3) Process-based perspectives like expectancy theory that focus on how motivation occurs through evaluations of effort, performance, and outcomes.
2.entrepreneurial motivation
The document discusses several factors related to entrepreneurial motivation and characteristics. It outlines that locus of control, need for achievement and independence, and willingness to take risks are key motivations. Entrepreneurial characteristics are shaped by one's childhood, education, values, age, work history, role models, and support systems. The document also examines background, motivational, economic, and reward factors that influence entrepreneurship. Finally, it outlines various personal, environmental, financial, and societal barriers that entrepreneurs may face.
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"Employee Motivation: Term paper slide presentation
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motivaton at work.pdf
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive while unmotivated employees perform poorly. It also briefly summarizes some theories of motivation from researchers like Herzberg, Maslow, and Hackman and Oldham. The document aims to emphasize the importance of motivation for employee performance and will present motivation theories and techniques.
motivaton at work.pdf
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive and creative. It also discusses different motivation theories and techniques that employers can use to motivate different types of employees, as what motivates individuals varies. The document examines the concept of motivation in more detail and reviews some relevant literature on motivation theories.
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This document summarizes a study on factors affecting individual performance. The study examined how motivation, training programs, organizational culture, and personality traits influence an individual's job performance. The researchers conducted a literature review which found that motivation and training have a positive impact on performance, while organizational culture and personality also determine employee attitudes and performance. The study used an exploratory research methodology to analyze previous studies and reports on the relationships between performance factors. It identified motivation, knowledge, training, and organizational culture as key independent variables influencing individual job performance.
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This document provides an overview of a study on employee motivation at Hyderabad Industries Ltd. in Thrissur, India. The study aims to identify factors that motivate employees and help the organizational functions at Hyderabad Industries. It discusses how employee motivation is important for managers to maximize output and develop employee talent. The research problem focuses on what factors help motivate employees at Hyderabad Industries. The study will collect primary data through questionnaires and interviews with employees to analyze factors like pay/benefits, promotions, work conditions, relationships, and job security that influence motivation levels. It seeks to provide suggestions to improve company performance through effective employee motivation strategies.
A STUDY ON EMPLOYEE MOTIVATION
This document provides an overview of a study on employee motivation at Hyderabad Industries Ltd. in Thrissur, India. The study aims to identify factors that motivate employees and help the organizational functions at Hyderabad Industries. It discusses how employee motivation is important for managers to maximize output and develop employee talent. The research problem is to understand what factors help motivate employees at Hyderabad Industries. The study will collect primary data through questionnaires and interviews with employees to analyze factors like pay/benefits, promotions, work conditions, relationships, and job security that influence motivation levels. It seeks to provide suggestions to improve company performance through effective employee motivation strategies.
Hr Management
This document provides an overview of key aspects of human resources management, including:
1. It defines human resource planning, job analysis, recruitment and selection, training and development, and performance appraisal as core HR functions.
2. It compares personnel management with human resource management and outlines the different perspectives and approaches of each.
3. It summarizes various selection techniques used in recruitment like employment tests, interviews, and group discussions and how they are conducted.
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1. Training needs assessment (TNA) is used to determine if training is required and what type by collecting qualitative and quantitative data.
2. It involves analyzing skills gaps, job requirements, performance levels, and training options to design effective training programs.
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This study examines the performance appraisal system at Heritage Foods Pvt Ltd in Hyderabad, India. The objectives are to evaluate the effectiveness of the company's 360-degree appraisal system and identify high and low performing employees. A survey was conducted with 100 employees, including executives and staff. The data was analyzed using percentage calculations. The results found that most employees felt performance appraisals are important and help identify training needs. Experience was seen as the main factor for high performance. Most workers said they are motivated by frequent appraisals. Factors considered in appraisals include self-motivation skills. Statistical testing showed a relationship between appraisal outcomes and the 360-degree system. Suggestions include improving communication
431239867-MOTIVATION-REWARD-SYSTEM-ppt.ppt
This document discusses motivation and reward systems. It begins by defining motivation and explaining that people are motivated to achieve goals that they believe will lead to valued rewards. It then covers several motivation theories including Maslow's hierarchy of needs, ERG theory, expectancy theory, and equity theory. The key messages are that motivation comes from both intrinsic rewards like interesting work and extrinsic rewards like pay. Motivation is higher when employee needs, goals, and the link between performance and rewards are clear. Companies can motivate employees through job design, rewards, incentives, and focusing on engagement and commitment.
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The document discusses various aspects of employee selection and assessment. It begins by defining key terms like human resources, job analysis, and job requirements. It then outlines common employee selection processes like application blanks, interviews, reference checks and appointment letters. The document also discusses different types of assessments used in selection like psychometric tests, assessment centers, and competency-based assessments. It notes the benefits of assessments for evaluating candidates' suitability for jobs and improving hiring decisions. Overall, the summary provides a high-level overview of the key topics and processes covered in the document relating to employee selection and assessment.
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This document is a literature review for a study on the influence of HR practices on employee retention in Indian organizations. It begins by discussing the importance of HRM and employee retention to organizational success. It then reviews several HR models and theories around retention management. The literature suggests that effective training, compensation, and rewards programs can help reduce turnover by improving job satisfaction and organizational performance. Retention is now seen as a strategic issue, and satisfying diverse employee needs is key. The review aims to identify the HR factors that influence an employee's decision to stay at an organization. It will inform the objectives of examining retention strategies and developing effective retention policies.
Master In Business Adminstration[www.writekraft.com]
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Master In Business Adminstration[www.writekraft.com]
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
HRM (Human Resource Managment)
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating performance, and maintaining employees through performance appraisal and compensation. An effective HRM system is important for maximizing employee productivity and retention, and provides a competitive advantage.
Human Resource Management
Training Presentation on Human Resource Management with basic approaches and theories for Students and professionals to understand the basic concept of HRM.
HRD MATRIX Notes in HRD for BBA and MBA.
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International Journal of Human Resource Studies ISSN 2162-.docx
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Ijaems apr-2016-19 A Study on Performance Appraisal at Future Lifestyle Fashi...
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In this competitive world, business is playing a major role and performance appraisal (PA) has increasingly become part of strategic approach to integrating HR activities and business policies. Today we can see this standard term covering a variety of activities through which organizations seek to assess employees and develop their competence, improve performance and achieve rewards. The success of an organization depends on the performance of the employees and it is the human tendency. Appraising performance is both a difficult and an essential supervisory skill. Every organization judges formally or informally. If there are no fixed standards of judging they will start judging based on informal standards that can create lack of enthusiasm and impact the performance of the employee and in turn, the organization. Hence, it is essential that we set the right standards to judge the performance of the employees. At a strategic level, the need for speedy and effective organizational change in today's vibrant social, economic, and political environment requires that employees continually re align their performance with goals and objectives of the organization. Similar to Research methodology (20)
A_STUDY_ON_EMPLOYEE_MOTIVATION.pdfA_STUDY_ON_EMPLOYEE_MOTIVATION.pdf
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Human Resource Development In Apollo Hospital Mysore
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Master In Business Adminstration[www.writekraft.com]
Master In Business Adminstration[www.writekraft.com]
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Research methodology
- 1. Subject : Research Methodology Prepared By : 1. PATEL AKSA(187370592025) 2. PATEL FARNAJ(187370592028)
- 2. Research comprises of two words, “Re” and “Search”. Research aims at adding to the existing stock of knowledge for the betterment of world. According to John Best, “Research is a systematic activity directed towards discovery and the development of an organized body of knowledge”. Research plays a vital role in a management decision making by analyzing the situation systematically and finding new ways to support the decisions.
- 3. People may forget words, People may forget actions but People will always remember Respect, Recognition and Rewards given to them publicly for their contribution In competitive market, more business owners are looking at development in quality while reducing cost. This system deals with the assessment of job values, the plan and manages performance management, pay for performance, competence or skill. Reward & Recognition system is also concerned with the development of appropriate managerial cultures, Foundation core values and increasing the motivation and commitment of employees. con…….
- 4. Employee reward and recognition programs are one method of motivating employees to change work habits and key behaviors to benefits a business. It is essential to study and understand the impact of rewards and recognition on employee motivation in organization. The study would help the companies frame newer employee engagement programs and would also help in future to analyze trends in employee engagement.
- 5. Conceptual Definition Reward : Jack Zigon defines rewards as something that increasing the frequency of an employee action(1998) Recognition: It is constructive ,genuine feedback based on acknowledging people are sincere, worthy of respect, having needs and equipped with their own personal expertise. Motivation : Abraham Maslow(1954) defines motivation as the cognitive, Aesthetic & Transcendence aspects which drives a man towards development change. Operational Definition Reward : A formal, impartial and equitable exchange. A material or financial expression of appreciation that is conditional on results. Recognition : A relationship between two or more people. Recognition is a return on an employee’s effort and dedication at work, as well as his/her results. Motivation :It is the process of boosting the morale of employee to encourage them to willingly give their best in accomplishing assigned tasks.
- 6. TYPES OF REWARD Membership and seniority based rewards Job status based rewards Competency based rewards Performance based rewards TYPES OF RECOGNITION Recognition Events Employee of the Month or Year Recognition Department or Company recognition Board Symbolic Recognition Letter of Expression (Thanks..) Informal or Spontaneous Recognition
- 8. SELECTING RESEARCH TOPIC • The title of the study is : A study on the impact of reward and recognition on the employee motivation DEFINING RESEARCH PROBLEM • A study conducted showed that employees who get recognized have high self esteem, more confidence and high willingness to take on new challenges and to be more innovative. • It needs Descriptive research to explore the area of research further.
- 9. RESEARCH OBJECTIVES The primary objective of research: • To study the impact of reward & recognition on employee motivation The Secondary objectives of research are: • To study the difference between reward and recognition • To study the difference between Reward & Recognition • To identify whether motivation has an effect on individual as well as organizational growth
- 10. LITRETURE REVIEW I. Pratheepkanth Puwanenthiren (2011) II. Dhanalakshmi P (2015) III. Padmini J (2016) IV. Shri Ram Centre (2008) FORMULATION OF HYPOTHESIS I. H0 =NULL HYPOTHESIS II. H1=ALTERNATIVE HYPOTHESIS The impact of rewards & recognition on the employee motivation Here, Dependent variable: Employee Motivation Independent Variable: Reward & Recognition
- 11. 1. DESCRIPTIVE RESEARCH Descriptive research has been used in this study. It involves survey and fact finding enquires if required. 2. POJECT PLANNING • Project Planning is the first step to conduct a research planning. • It is one of the most important task of the researcher. • It describes the research objectives and goals. 3. SAMPLING DESIGN Sampling Method : Convenience sampling has been used. Sampling size : 50 employees have been surveyed. Sources of data: 1.Primary source 2. Secondary source
- 12. 4. CONCLUSION • It is evident from the study that a variety of factors influence employee motivation and satisfaction. It was also significant to discover that there is a direct and positive relationship between rewards and recognition and job satisfaction and motivation also. • The research indicates that recognition includes acknowledgement and performance feedback. • Managers in the organization could use the performance management system to provide regular acknowledgement and feedback. • Different strategies of motivation may affect an employee in different ways at different points in time because conditions, needs and personal objectives are not static but in constant state of fluctuation.